Officer Wellness as an Agency Philosophy
Captain Daniel E. Rogers, New Castle County Police Department
Commander George Bender, Flagler County Sheriff’s Office
Commander Fredrick Gimbel, Flagler County Sheriff’s Office
National Command & Staff College Session #25
June 18, 2024
Abstract
Wellness is a significant issue in Law Enforcement and almost every major employment discipline globally. This profession has changed significantly over the last several decades, as have the characteristics and mentalities of the men and women entering this profession. For many years, a stigma attached to this job often pushed officers to remain silent and act emotionless. This stigma very often drove officers to suppress all the tragic and traumatic events that they encountered. Often, the major roadblocks for officers are fear of retaliation, job loss, and the perception of a total lack of support from the agency. This stigma, especially in the last ten years, has finally begun to be addressed. However, rates of officer suicide, alcohol and substance abuse, and problems in their work and personal lives appear to be ever-increasing. Therefore, the most significant barrier to eliminate is having a robust wellness program as a foundation of an agency philosophy with a supportive atmosphere for officers to seek help.
Introduction
The demanding and often dangerous nature of law enforcement work significantly impacts officers' physical and mental health. Traditional notions of stoicism and emotional suppression within the profession can exacerbate these challenges. However, a paradigm shift is underway, recognizing that prioritizing officer well-being is not a sign of weakness but a cornerstone of effective policing. Reynolds (2015) states, "Law enforcement leaders and officers can no longer continue with business as usual. First, they must recognize that humans are more than just mental and physical beings; they are emotional and spiritual beings as well." (p 66). By fostering a culture of wellness within law enforcement agencies with accessible mental health, physical, financial, spiritual, and family wellness resources, we are ensuring our officers' well-being and cultivating a more effective police force. This approach, which includes open discussions about mental health, promoting help-seeking behaviors, and establishing robust peer support programs, creates a safe space for officers to prioritize their well-being. The result is a more resilient and compassionate force, better equipped to serve and protect the communities they are sworn to uphold.
Leadership is not just a crucial component but a driving force in creating an agency philosophy around officer wellness within law enforcement agencies. By openly discussing the importance of mental health and emotional well-being, leaders can play a significant role in normalizing help-seeking behaviors and creating a safe space for officers to acknowledge their struggles. Creating an agency philosophy of wellness can be accomplished by providing officers with the necessary wellness resources, programs, and funding sources. This can be achieved through open forums, town hall meetings, and targeted messaging that emphasizes that seeking support is a sign of strength and resilience, not weakness. As leaders, we are responsible for fostering this culture of wellness, empowering our officers to prioritize their well-being, and providing adequate resources in times of crisis.
Mental Health Support
Law enforcement officers are the cornerstone of public safety, bravely confronting danger and trauma daily. However, the very nature of their work exposes them to a heightened risk of developing mental health conditions like PTSD and depression. These invisible wounds can significantly impact their well-being, both on and off the job. To address this critical issue, law enforcement wellness programs must prioritize accessible and confidential mental health services.
The Volatile, uncertain, complex, and ambiguous (V.U.C.A.) nature of law enforcement work takes a significant toll on mental health (Javidi, 2017). Officers are routinely exposed to violence, trauma, and critical incidents. Witnessing death, serious injuries, domestic violence, and other emotionally charged events can leave a lasting impact. These experiences can trigger feelings of helplessness, anger, and isolation, potentially leading to the development of PTSD, depression, anxiety, and substance abuse (Cordico).
The long and irregular hours often associated with police work disrupt sleep patterns and contribute to stress. These factors combined can create a perfect storm for mental health issues to develop. Unfortunately, the traditional culture of stoicism within law enforcement can discourage officers from seeking help, further exacerbating the problem.
A critical component of a successful law enforcement wellness program lies in providing confidential access to qualified mental health professionals. These professionals can offer specialized care tailored to the unique needs of first responders who have experienced trauma and stress. Psychologists, therapists, and psychiatrists with experience treating law enforcement officers can play a vital role in helping officers understand, manage, and overcome these challenges. Several treatment options can be effective, including individual, group, and/or cognitive behavioral therapy.
Individual therapy provides a safe space for officers to explore their experiences, develop healthy coping mechanisms, and address emotional distress in a one-on-one environment.
Group therapy connects with peers who share similar experiences can be a powerful source of support and validation. Group therapy sessions can offer a platform to share challenges and learn from each other's coping strategies.
Cognitive Behavioral Therapy (CBT) is evidence-based therapy that helps officers identify and modify negative thought patterns that contribute to anxiety and depression.
Even with the availability of qualified mental health professionals, barriers to seeking help can persist. Lowe (2024) states “The most frequently noted barriers to seeking mental health resources for law enforcement officers is the concern over confidentiality” (para. 2). Law enforcement officers may worry that seeking therapy will negatively impact their career or stigmatize them within the department. Building a culture of trust and ensuring complete confidentiality of therapy sessions is paramount.
Furthermore, access to mental health services can be limited by geographical location and available time off from work. Offering on-site mental health services within police departments can significantly reduce these barriers. Having therapists and counselors readily available can encourage officers to seek help early on, potentially preventing more serious mental health problems from developing.
In today's digital age, telehealth offers a promising solution for expanding access to mental health services for law enforcement officers. Telehealth platforms allow officers to connect with qualified therapists remotely, either from home or a private space within the police department. This increased flexibility can be particularly beneficial for officers working night shifts or in remote locations. Additionally, telehealth eliminates the need for lengthy commutes and time off work, further reducing barriers to seeking help.
Prioritizing mental health care within law enforcement programs is not just about helping individual officers; it is about fostering a stronger, more resilient police force. Officers who receive effective mental health treatment can better manage stress, cope with trauma, and maintain emotional well-being. This translates into improved on-duty performance with enhanced focus, decision-making skills, and better communication with the public. Furthermore, a culture of mental health support creates a more compassionate and empathetic police force, fostering stronger relationships with the communities they serve.
Addressing the mental health needs of law enforcement officers is a critical priority. By providing confidential access to qualified mental health professionals, on-site and telehealth options, and fostering a culture that prioritizes mental wellness, law enforcement agencies can invest in the well-being of their officers, creating a stronger and more effective force for the community.
Physical Wellness
The badge of a law enforcement officer symbolizes courage, authority, and dedication to public safety. Yet, the demands of the profession often come at a cost to officers' physical well-being. Long hours, shift work, exposure to stress and violence, and the ever-present threat of injury contribute to a high prevalence of preventable health concerns among police personnel. Studies indicate that law enforcement officers are more likely to experience obesity, heart disease, diabetes, and musculoskeletal disorders compared to the general population (IACP, 2016). This decline in physical health not only impacts officers' quality of life but also hinders their ability to perform their duties effectively.
The demanding physical nature of police work necessitates a high level of fitness. Officers are often required to engage in strenuous activities such as running, chasing suspects, restraining individuals, and lifting heavy equipment. Inadequate physical fitness can hinder officers' ability to perform these tasks safely and effectively, potentially jeopardizing their own safety and the safety of the public. Additionally, research suggests that a lack of physical activity and poor diet can negatively impact cognitive function, decision-making skills, and overall response time (Pate, 2012). These factors can compromise officer performance in critical situations.
Furthermore, the chronic stress associated with police work can exacerbate health problems. Poor physical fitness can further contribute to stress levels, creating a detrimental cycle that ultimately impacts both physical and mental well-being. Officers experiencing health issues might also face increased absenteeism, impacting staffing levels and departmental efficiency.
Law enforcement agencies have a vital role to play in promoting physical well-being among their personnel. Implementing comprehensive physical wellness programs can yield significant benefits for both officers and the agency as a whole.
Programs can encourage officers to adopt healthy lifestyle habits through nutrition workshops, smoking cessation support, and stress management techniques. Educating officers on the importance of balanced meals, sufficient sleep, and regular hydration can create a foundation for optimal physical and mental well-being.
Traditional fitness programs often focus on weightlifting or bodybuilding, which may not translate directly to the demands of police work. Effective physical wellness programs should emphasize functional fitness training, which mimics the physical movements and tasks encountered on the job. This could include exercises that build agility, strength, endurance, and cardiorespiratory fitness.
Police officers are susceptible to a variety of work-related injuries, including back pain, muscle strains, and repetitive stress injuries. Physical wellness programs can incorporate injury prevention strategies such as proper lifting techniques, ergonomic training, and stretching routines. These proactive measures can reduce the risk of injury and prevent costly workers' compensation claims.
Shifting the culture within law enforcement agencies is crucial for sustained success. Leadership must take a transformational approach as stated by Abu-Rumman (2021), it prioritizes individual development, by actively promoting physical well-being and creating a supportive environment where officers feel comfortable prioritizing their health. Offering incentives for participation in fitness programs, providing on-site gym facilities, and scheduling workout times within shifts demonstrates the agency's commitment to officer well-being. Additionally, fostering a sense of camaraderie through team-based fitness activities can boost motivation and create a more positive experience.
Financial Wellness
Law enforcement officers demanding nature of their work extends far beyond the badge. The ever-present danger, the emotional toll of witnessing trauma, and the constant shift work can leave officers feeling physically and mentally drained. Adding to this burden is the significant financial strain that can often accompany a career in law enforcement.
Police work often involves long, irregular hours, which can disrupt work-life balance and limit opportunities for secondary income. This financial vulnerability can be further compounded by the potential for injuries that could lead to reduced work hours or even disability. Additionally, the starting salaries for police officers may not always keep pace with the rising cost of living, particularly in urban areas. Doyle (2019) states “financial stress is one of the largest stressors in marriage and relationships” (para. 2).
Law enforcement agencies can play a crucial role in supporting the financial well-being of their officers by implementing comprehensive financial wellness programs. These programs aim to equip officers with the knowledge and tools necessary to manage their finances effectively and confidently navigate the complexities of personal finance. The benefits of financial wellness programs for officers are multifaceted.
One benefit is empowering financial decision-making. Financial wellness programs can offer officers guidance on budgeting, debt management, and financial planning. Through workshops, seminars, and individual consultations, officers can learn how to create realistic budgets, develop strategies for managing debt, and make informed financial decisions. This empowers them to take control of their finances and achieve their financial goals.
A second benefit is building a secure future. A key focus of financial wellness programs should be retirement planning. Officers face a unique retirement landscape compared to many civilian professions. Understanding pension plans, exploring investment options, and learning about Social Security benefits are crucial for ensuring a secure financial future after retirement.
A third benefit is stress reduction and improved performance. Financial stress can be a significant source of anxiety and distraction. By providing officers with the knowledge and tools to manage their finances effectively, financial wellness programs can alleviate this stress. This sense of financial security can lead to improved focus, better decision-making, and overall enhanced performance on the job.
Effective financial wellness programs recognize the diverse financial needs of officers across different stages of their careers. For young officers just starting out, programs can focus on budgeting basics, establishing credit, and saving for future goals like homeownership. Mid-career officers may benefit from guidance on managing debt, maximizing retirement savings, and exploring investment opportunities. Additionally, programs can offer customized support for officers facing specific financial challenges, such as those returning from injury or navigating spousal income disparity.
Financial institutions and credit unions catering to law enforcement officers can be valuable partners in implementing and sustaining effective financial wellness programs. These institutions can offer expertise in financial planning, budgeting tools, and discounted loan options specifically designed for police professionals. Furthermore, collaborations with local financial advisors can offer officers access to personalized financial planning services tailored to their individual needs and goals.
Prioritizing financial well-being is an essential component of fostering a healthy and resilient police force. By providing officers with the knowledge and tools to manage their finances effectively, law enforcement agencies invest in the well-being of their personnel and strengthen the agency as a whole. Financial security allows officers to focus on their duties with greater clarity and peace of mind. Ultimately, a financially secure force is a stronger and more effective force, better equipped to serve and protect the communities they are sworn to uphold.
Spiritual Wellness
The image of a stoic law enforcement officer, composed in the face of danger, has long dominated public perception. However, the realities of police work are far from emotionally neutral. Witnessing trauma, confronting violence, and navigating the complexities of human conflict can profoundly impact officers' spiritual well-being. Spiritual wellness, in this context, as stated by Beersdorf (2018) addresses the motivation behind a police professional or organization to face danger, protect the innocent, respect everyone, remain free from corrupting influences, and have a strong sense of empathy and service (para. 3). Nurturing spiritual well-being within law enforcement is crucial for fostering a healthy and resilient police force.
The demanding nature of police work can lead to a sense of cynicism, despair, and disconnection. Officers may struggle to reconcile the ideals of justice with the harsh realities they encounter daily. Exposure to violence and tragedy can erode their sense of purpose and leave them feeling emotionally isolated. Furthermore, the culture of stoicism prevalent in some law enforcement agencies may discourage officers from acknowledging these struggles, leading to feelings of burnout, compassion fatigue, and moral distress (Reay, 2017). These consequences can have a detrimental impact on both officer well-being and community relations.
A strong sense of spiritual well-being equips officers with the inner strength and resilience needed to navigate the challenges of their profession. It fosters a sense of purpose, reminding officers of the positive impact they can have on their communities. Spiritual wellness can also cultivate a sense of connection, both with colleagues who share similar experiences and with the broader community they serve. This fosters a more empathetic and compassionate approach to policing, improving interactions with the public.
Additionally, spiritual well-being can enhance officers' ability to manage stress and cope with trauma. By nurturing a sense of inner peace and grounding, officers develop resources for dealing with the emotional challenges inherent in their work. This can lead to improved mental health, better decision-making, and a stronger sense of self-worth.
Law enforcement agencies can take proactive steps to foster spiritual well-being among their personnel. One key strategy is to create a supportive and inclusive environment where officers feel comfortable discussing their spiritual struggles. This could involve establishing peer support groups or chaplaincy services that offer confidential spaces for reflection and emotional support.
Furthermore, agencies can offer opportunities for officers to connect with their personal spiritual practices, whether through designated prayer spaces, time for meditation, or flexible scheduling to accommodate religious observances. Additionally, incorporating mindfulness training or stress management techniques into training programs can equip officers with practical tools for cultivating inner peace and resilience.
Spiritual well-being is an essential component of a healthy and thriving police force. By recognizing the importance of spiritual health and implementing strategies to cultivate it, law enforcement agencies can empower officers to find meaning in their work, connect with their communities, and navigate the challenges of the profession with strength and compassion. Ultimately, Beersdorf (2018) explains “if agencies can effectively meet the spiritual, as well as physical and emotional, needs of employees, they will provide them with the tools to find balance in their personal and professional lives” (para. 9).
Family Wellness
Law enforcement officers’ unpredictable nature of their work creates a ripple effect, impacting the well-being of their families. Shift work, long hours, and constant exposure to stress and trauma can strain family relationships, increase anxiety among family members, and create challenges for children of officers. Zemlok (2022) advises “At home, families see their officers experiencing emotional detachment, chronic irritability, chronic fatigue and social isolation. And more often than not, the spouse and children don’t understand why their officer is experiencing these behavioral changes” (para. 6). Recognizing the importance of family wellness and implementing supportive programs within law enforcement agencies is crucial for fostering a healthy and resilient police force.
The erratic schedules and long hours associated with police work often disrupt family routines and quality time. This can lead to feelings of isolation and loneliness among partners and children. Furthermore, the stress and emotional toll of the job can create tension within the family unit. Officers may struggle to disconnect from the emotional burden of work, leading to irritability, sleep disturbances, and difficulty communicating effectively with their families.
Additionally, the inherent danger faced by officers can be a constant source of anxiety for their families. Coping with the ever-present threat of injury or death can take a significant emotional toll on partners and children. This heightened anxiety can manifest in various ways, including difficulty concentrating at school, behavioral problems in children, and increased stress levels among partners.
Supporting family wellness within law enforcement offers multiple benefits. Officers with a strong and supportive family network are more likely to experience better overall well-being, leading to improved job performance, reduced stress levels, and a stronger sense of resilience. Family wellness programs can also cultivate a sense of belonging and connection among officers' families, fostering a positive and supportive community within the agency.
Law enforcement agencies can take several steps to promote family wellness. One key strategy described by Zemlok is “Bringing spouses and family members into the equation” (para. 11). This can create empathy and understanding within the family unit. Additionally, providing workshops on stress management, communication skills, and coping mechanisms can equip families with the tools they need to navigate the unique challenges they face.
Furthermore, agencies can offer social events and activities specifically designed for families. This fosters a sense of community and creates opportunities for interaction outside the context of work. Additionally, providing access to childcare services for officers working night shifts or extended hours can alleviate stress and promote a better work-life balance.
Building a supportive culture within the agency is essential for fostering family wellness. This involves leadership acknowledging the unique challenges faced by officers' families and demonstrating genuine care for their well-being. Furthermore, creating flexible work schedules and offering support services such as counseling or employee assistance programs can demonstrate the agency's commitment to the overall well-being of its personnel.
Prioritizing family wellness is not just a benefit for officers' families; it is an investment in a stronger and more resilient police force. By providing resources, education, and a supportive environment, law enforcement agencies can foster healthy family dynamics, improve officer well-being, and ultimately create a more effective police force that better serves the community.
Model Police Wellness Programs
There are many law enforcement agencies that have developed robust officer wellness programs over the last several years. While there is no model that will work for every agency or jurisdiction, most of them are framed around the five principles of wellness mentioned above. In 2019, the Bureau of Justice Assistance, C.O.P.S. (Community Oriented Policing Services) team completed a comprehensive study of 11 different law enforcement wellness programs. This publication provides an excellent starting point for agencies to begin to understand the basic tenants and just how complex a truly standout wellness program can become. Historically, The San Diego Police Department (CA) has been recognized as one of the innovators for officer wellness models throughout the country. The San Diego PD wellness program was, unfortunately, born out of facts learned in the aftermath of a series of tragic events that plagued the department in 2011. In 2018, The Police Executive Research Forum stated, “Wellness became a key part of the SDPD’s strategy after the department discovered that the officers under investigation had experienced major challenges that had gone unaddressed. They included substance abuse, divorce, and financial strain. The urgent need for a more comprehensive approach to wellness was underscored by the series of officer deaths that began in July 2011 and its impact on members of the department. (p. 13).
Wellness Resources
There is a vast array of training and resources available to agencies to support their wellness initiatives. One of the latest emerging technologies is comprehensive wellness applications for smartphones. There are several of these that have emerged in the last few years to include Cordico, Magnus Works and Responder Health to name just a few. Most of these applications are customizable to the agency, for a fee of course. These wellness applications provide officers access to available wellness services and resources quickly and discreetly. They also allow agencies to manage their internal assets such as CISM and Peer Supports functions. As far as training resources, there are wellness conferences and ongoing wellness trainings hosted by the International Associations of Chiefs of Police (IACP), 1st Responder, Concerns of Police Survivors (C.O.P.S.) and an enormous number of other corporations and public entities. Genre specific training in areas such as resiliency, peer support and financial wellness is available from a variety of providers as well.
Funding Officer Wellness Programs
Funding a police officer wellness program requires a strategic approach that involves leveraging multiple sources to ensure sustainability and effectiveness. There are many Federal, as State and Local grants earmarked specifically for officer wellness programs. The New Castle County Police Department, for example, applied for and received a $121,000 grant for officer wellness in 2021, from C.O.P.S., and has reapplied for additional grant funding, which, if approved will be awarded in the fall of 2024. These funds have been used to create two state-of- the-art work out facilities, implement a yoga and i-Rest program as well as fund training and other initiatives. Additionally, the department has leveraged state funds from the Delaware Criminal Justice Council to purchase and equip officers with smart watches so they can monitor their physical health more closely. The smartwatch program also provides the agency with data that is being used to create further initiatives aimed at reducing stress and improving fitness and overall officer performance.
Police agency leaders should also push to acquire yearly funding through budget increases. In many places, these budget increases have been supported because a successful wellness program can lead to long-term savings for the agency by reducing sick leave, turnover, and healthcare costs. It also means that officers are healthier overall and that leads them to serve their community better. Other funding sources can be police unions, local non-profits and even simple fundraising efforts. In fact, many agencies on stricter budgets can also engage with and utilize local community resources at little to no cost to provide certain elements of their wellness program. An example may be partnering with a local financial institution to provide financial planning advice, working with local attorneys to provide wills to officers at no or at a reduced cost, partnering with existing peer support teams such as the fire service or partnering with a local gym to provide free, or reduced cost memberships for officers and their families. By combining these strategies, police departments can source the necessary funding and support to develop and maintain a robust wellness program that supports the health and well-being of their officers, officer families and retirees.
Leveraging Leadership to Make Wellness an Agency Philosophy
Staly (1991) in his book, Futuristic Needs Assessment of Florida’s Twenty-First Century Chief Law Enforcement Administrators, points out a future need in law enforcement by stating “The best environment will be an absence of conflict between the goals of the organization and the interests of both employees, and the community served. A growing emphasis will be placed on quality of life inside the organization and the services delivered.” (p. 108). Over thirty years ago Staly alluded to the future need for officer wellness in organizations by speaking about the quality of life. With new generations entering the workforce, we are at the point where the support and philosophy of officer wellness is crucial. There are many differences between Baby Boomers, Generation X, and Millennial generations. They both must take the time to understand how each other operates. For a successful working relationship, they must be flexible and willing to see different perspectives. Most importantly, leaders need to suspend their frame of reference to understand their subordinates' needs better and the need for officer wellness in their organizations. The attitude presented toward a subordinate can and will affect them; the proper use of emotional intelligence through empathy can significantly influence them toward a successful outcome. Leaders should take a few seconds to gauge others' emotions before responding or reacting. Then, they shift their emotions to fit the situation in which they are presented with the best they can. This awareness can guide the situation or encounter toward a more positive outcome. As a leader, take the time to know and understand if someone is having some issue or a bad day. This is where your empathy and guidance come into play, providing a supportive environment for them to work through the situation.
Creating a philosophy of wellness begins with the servant leader philosophy. Servant leaders are emotionally invested in those they lead. It's a commitment to genuinely care for another on an emotional level and be dedicated to their personal growth. Servant leaders have a genuine interest in those who follow them. They listen first, with the best interests of those they lead in mind, demonstrating empathy and care that makes their followers feel valued and understood. Marx (2016) states “Law enforcement organizations strive to provide excellent services. Fulfilling this duty requires healthy police professionals. Officers must take responsibility for their well-being by strengthening and conditioning themselves to better handle the negative effects of a law enforcement career. Department leaders need to cultivate the health of their personnel by having the proper support in place. When officers embody wellness, they serve the public most effectively.” (para. 1). In the journey of wellness, leaders hold the power to empower their subordinates with prevention. Leaders can promote physical, emotional, and overall mental well-being by implementing officer wellness programs and making resources available. Leaders should validate officers' experiences, acknowledging that they will face struggles throughout their careers. This small yet profound act of acknowledgment will create an environment of comfort and support, thus reducing the stigma of having to remain silent and emotionless.
Leading an agency toward a philosophy of wellness is not just about providing support and resources, it is about leading by example. Leaders are not just role models; they are sources of inspiration and motivation. They must demonstrate healthy habits and understand that self-care is a priority. The best strategy for promoting officer wellness is for leaders to show their subordinates that they are human too and it is ok and accepted to have struggles. According to Zemlok (2023) “If you’re a leader and well respected by those around you, your stories carry weight. When you talk about your own experiences of overcoming challenges, going to therapy, taking care of yourself, getting help, having a positive experience with peer support, taking medication, or being significantly impacted by a child death call, you make it OK for your colleagues to feel the same way.” (para. 6). Sharing personal experiences is not just about transparency, it's about inspiring and motivating officers. This will not only strengthen the leader-subordinate relationship, but it will also give them the courage to seek help and overcome struggles, thereby fostering a culture of wellness in the organization.
Conclusion
In summary, creating and developing a well-rounded officer wellness program is paramount for all public safety agencies. Obviously, department size and budget constraints are a major consideration for program design, however, simply starting from the ground floor by utilizing he 5 basic tenants of wellness, Mental Wellness, Physical Wellness, Spiritual Wellness, Financial Wellness, and Family Wellness will provide a very good initial template for most agencies to get started. To be truly effective, a wellness program does need to be well planned, well-funded and well managed. Agency leaders must be willing do the work of a servant leader and invest in the wellness of every officer. Wellness must be viewed as much more than a check the box program, it must be constantly communicated, reinforced until it is solidified as an agency philosophy. Wellness funding can be obtained from a variety of sources and can be initialized at almost no cost when proper resources and partnerships are leveraged. Agency leadership should focus on making officer wellness one of the main components of both their annual and strategic plans. The fact is, simply having a wellness program is just not enough, wellness should be part of the agency’s culture and there should be an executive staff member dedicated to wearing the wellness hat for the agency and ensuring that proper succession planning is being done in wellness arena as well. Also, of significant importance is selecting a diverse and robust team to coordinate the various aspects of the wellness program, this should include the formation of a Continuous Improvement Team, (C.I.T.) so that issues are being communicated, changes are being implemented and progress remains continuous for the agency.
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